Leading Change Reinventing Organization Development

Question: Describe about the Leading Change for Reinventing Organization Development? Answer: As the saying goes, change is a process of life. For the betterment of life and society, change is inevitable. Every day a new change is incorporated in the life of the people; it can be in the form of technology, organizational change, and change in viewpoint and so on. The following literature review will throw light on the topic of organizational change. The process that leads to the organizational change and how the change affects the life of another individual who are related to the change will be the main topic of discussion in the literature review. Scenario The scenario presented a situation when the British Airways though of implementing certain change in the organization by introducing electronic clocking system. The main aim of the organization is to monitor the attendance of the employees, a better handling of the shift of duty timings and calculate the exact hours of overtime that the employees have worked. However, the employees were not ready to accept the change. According to the employees, it is an intentional approach to manipulating the employees hours of work and change the shift timings so that the managers have to pay less to the employees. As a way to display their dislike in the approach the employees went into a strike, that stopped the operations for 24 hours and the British Airways had to lose as many as 10,000 customers in that stretch of 24 hours. Had the employees given a thought regarding the change implemented by the authorities, the situation might not have arose which resulted in the loss of the company as well as the employees. Review 1 According to Palmer, Dunford, and Akin, any change requires five main points (Palmer, Dunford, and Akin, 2009). The leaders should be able to inject the thought in the mind of the followers that change is normal. Many employees might think change is equal to instability in the organization. It is up to the managers to make them understand that change is a part and parcel of the organization. The commitment of the employees is tested when the organization is bringing a change in the organization. Similarly, when British Airways is bringing a change in the organization it is the cooperation of the employees that the company will need the most which was not provided in the time of need (Burke, 2013). Resistance comes complimentary with change. Though British Airways has faced a lot of resistance from the part of the employees, yet the company should consider the resistance as a good sign for the development of the company. The opposition from the employees is an indication that the work force of the organization is still alive. It is the responsibility of the company to make the employees understand that it is the followers who make the change in the organization and it for the betterment of the workers that the company incorporates various changes in the organization. Hence, the workers should cooperate with the change that has been brought within the organization and work accordingly. Review 2 According to Werkmen, once a company approaches any change and development in the organization, the steps taken by the company should make a certain sense to the employees associated with the change (Werkman, 2010). The main of the article is to make the companies understand sense-making approach towards organizational development. By doing so, the company will be prepared to face the confrontation from the employees. However, it may happen the employees understand the idea behind the changes in the organization and hence, the level of confrontation from the employees may become less (Van de Ven, and Sun, 2011). In the given scenario as well, provided that the British Airways would have made the employees understand idea behind the change and incorporated sense-making approach towards the organizational development, the scenario would not have been as rough as the company has faced. Once the British Airways has incorporated more sense-making actions while bringing the change, the org anization would have been better able to handle the situation which went out of hand due to the long strike and resulted in the huge loss on the part of the company. Identifying the problems Before implementing a change, any organization should gradually bring the change rather than just implementing the change one fine morning. The organization should talk about the advantages and the disadvantages of the change that will be brought in the organization. In addition to this, the organization should talk about how to face the challenges that will arise from the change (Millar, Hind, and Magala, 2012). In this scenario, British Airways has not informed the employees regarding the change that the company is implementing; as a result, British Airways has to face the resistance from the employees. On the other hand, the employees viewed this change as a problem in the way of their work. The employees were not aware of the advantages of the change that will make the operations better and hence they protested against the company regarding the sudden change in the organization (Oakland, and Tanner, 2007). Reflections on the problem It has been seen that the change management applied by the British Airways has been hugely resulted by the employees of the organization. However, this kind of problems could well handled by the organization by educating the employees about the advantages of the following g change that have been introduced in the organization (Brown, and Harvey, 2011). Once the organization has educated the employees about the change in that is coming their way, the employees would have understood the reason behind the change tend the huge opposition would have been stopped as well as the loss that has been generated due to the opposition (Sirkin, Keenan, and Jackson, 2005). From the employees point of view as well, it was not right from the part of the employees to indulge in such an outbreak. The commitment of the employees is tested when the organization is bringing some change. Provided the employees do not support the organization at the time of need, those employees cannot be considered committ ed to the organization; hence, the employees should not expect any commitment from the organization as well. Reference Werkman, R. (2010). Reinventing Organization Development: How a sensemaking perspective can enrich OD theories and interventions.Journal of Change Management,10(4), 421-438. Millar, C., Hind, P., Magala, S. (2012). Sustainability and the need for change: organisational change and transformational vision.Journal of Organizational Change Management,25(4), 489-500. Oakland, J. S., Tanner, S. J. (2007). A new framework for managing change.The TQM Magazine,19(6), 572-589. Palmer, I., Dunford, R., Akin, G. (2009).Managing organizational change: A multiple perspectives approach. New York: McGraw-Hill Irwin. Sirkin, H. L., Keenan, P., Jackson, A. (2005). The hard side of change management.Harvard business review,83(10), 108. Brown, D. R., Harvey, D. (2011).An experiential approach to organization development. Upper Saddle River, NJ: Prentice Hall. Van de Ven, A. H., Sun, K. (2011). Breakdowns in implementing models of organization change.The Academy of Management Perspectives,25(3), 58-74. Burke, W. W. (2013).Organization change: Theory and practice. Sage Publications.